As an employer, you should evaluate the risks and make a considered decision on whether to proceed with work-related travel plans.
You should also refer to the MOH guidelines on MOH’s website on the latest travel advisory and the measures that apply to inbound travellers.
If you decide to proceed with work-related travel plans, you should bear the costs of the trip, which may include testing and quarantine costs associated with the destination country and cannot pass any of these costs to your employees. You should also provide additional paid leave to cover the SHN period in Singapore on top of your employees’ leave entitlements.
You should ensure that your employees’ vaccinations are up to date. If they are eligible to take a booster dose, they should do so for added protection. They may also wish to take precautions while overseas such as wearing face masks, practicing good hygiene, or reducing exposure to large gatherings and crowds.
If your employee rejects the work trip due to public health concerns (e.g. destination country is in the restricted category), you should not penalise those who reject the work trip due to safety and health concerns.
You may refer to the table below.
|Left Singapore for
||Responsibility for costs
||Employers must bear the costs in full and should not pass on any cost to your employees.
||Employees to bear the costs in full.
Employees who are physically well should be allowed to work remotely if they are able to do so.
For employees who are unable to work remotely, you may refer to the table below.
|Left Singapore for
Employers should provide additional paid leave to cover the period of travel-related absence for both vaccinated and unvaccinated employees.
For medically eligible but unvaccinated employees who may have to serve longer SHN durations (or quarantine in other countries), the additional days can be taken from existing leave entitlements. If they have used up their leave entitlement, employers may require them to go on no-pay leave.
||Employees who are unwell or unable to work remotely should utilise their existing leave entitlements for the period of absence.
Employers and employees should adhere to the prevailing travel advisory on MOH’s website.
Employees who travel for personal reasons need to comply with and bear all the entry and exit requirements imposed by the countries or regions they intend to travel to, as well as the prevailing requirements for returning to Singapore.
You don’t need to impose any additional requirements on your employees who travel overseas beyond what is required by the Government. However, if you impose additional requirements to ask your employees to stay away from the workplace, you should facilitate work from home arrangements for your employees or provide them with additional paid leave.